This is a company which encourage Creative and innovation. A lot of opportunities is given from management and management help you keep growing. The mobile OTA management is one great business. With stable money making way in one side while keeping the innovation in another side.

Cons

The link between marketing feedback and backend research could be better. Still under the way to find the balance between innovation and money making

DISCLAIMER: I am not a disgruntled former employee that was laid off or fired. I left on my own so treat this review for what it's worth. I'll provide as much of an unbiased review as possible by addressing a few of the comments posted here. + Pay is above average. This is based on coversations with colleagues in the industry, so take that for what its worth! Benefits are good. I've never had any problems with any medical, dental or vision plans at all. Building an all related facilities are superb and maintained well. Lunch provided on Tuesday/Thursday and bagels and donuts on Friday. All of the reviews posted here have mentioned these as pros so there should be no debating. This is where it ends though!

Cons

Instead of just stating why I think there are some things wrong with this place, I'll debate the comments posted by previous posters. "If you’re the type of person that needs hand holding, mentoring, structured training, daily direction then you may not fit well. However, if you are the type of person that understands the industry, can think and act independently within reasonable boundaries regarding solutions to issues that typically arise in a startup then you will do well." "It could be intimidating if one just wants to be told what to do" "It could be challenging for someone who is slow pace, wanting a stable with less to no change environment" "If you are just content to be cog in the wheels of progression, you probably won't fit in at innoPath." This is misleading and makes no sense at all. What really happens here is that you are taught not to act on your own or think outside of the box. Why? Because the only thing that matters here is what one person thinks or says. The rest of management follows these orders and passes it on down through the ranks. If whatever you think or do is not in line with this, you will soon find out that in order to be successful here you only need to do what one person wants. You WILL be told exactly what to do and think and this mentality is why this company has been too slow to react to industry trends and competition. Because it's not about what's the right thing to do. It's about what one person wants and not making your management look bad in the process. If you are working on an RFP response, one person's input is necessary. If you want to work on a bug, one person's input is necessary. If you want to make a change to the product to add a new feature, one person's input is necessary. If you want to send an email, one person's input is necessary. If you want to change the font size on the website, one person's input is necessary. This is not empowering your employees. It is failure! "Not for everyone, series B companies take a certain personality" "if you aren't used to a start up it can be an eye-opener" "If you aren't comfortable with a "start-up" milieu, then innoPath would be too intense for you." First of all, stop calling this place a start-up! This company has been around for 10 years! Then telling everyone in the company that you've now shifted and are a "Series B" company does not mean you are redefining the landscape of the mobile industry. It means you have failed to produce for your shareholders by not providing an exit! What really is happening is that there has been no upward trend in revenue, clientele, or product features so the company is not viewed as a valuable player in the industry. If you are thinking about joining this company ask your interviewer how many new customers have signed up over the past 12 months, how many are continuing to resign, and what new products or features are being developed to differentiate innoPath from other competitors in the market. The answers to these questions alone will provide you with a better understanding of what position this company is in today. Do some research on this company. Go to our website and take a look around. Try to figure out what we do if you can. This is a great example of who this company is. There is no clear message. Everything is cluttered. There are vague statements backed up with no facts, customer success stories, or noteworthy press releases. Heck, take a look at the executive bio's on the site. Oh, wait. No bio's because guess what? There aren't any bio's listed because not a single one has ever been part of a successful IPO, buyout or merger! If this truly were a start-up this should be key. There is no hiding that the executive team is extremely inexperienced with leading, empowering, and building relationships. Again, if you are thinking about joining this company ask your interviewer these questions. Ask the executive team what types of success they have had with leading a start-up and taking it to successful IPO or buyout. You will probably be able to hear birds chirping before you get a response! Ask your interviewer or the executive team why so many have voluntarily left this company. Sure it's difficult to keep top talent. But over the past 12 months there has been a lot of key people that have left. Name all of the "President Award" winners from the last kickoff. Now count how many of them are still here. I can't count a single one! The company wide initiative to post positive comments on Glassdoor is a good example of why this company is failing and will continue to fail. If people have had a good experience here then great. You shouldn't back people into a corner and put them in a difficult situation. This site is for people to post reviews anonymously and do so freely. If you think the comments posted here are over the top then focus on what is being said and fix the root of the problem. The solution is to not come on here and post a bunch of 5+ comments to bump the rating up. It should be to talk to employees and see what can be fixed. This mentality and train of thought rears it's ugly head every time a problem or issue comes up. innoPath's solution is to cover things up. Never to address things. And that is why this place will continue to be mediocre.

Advice to Management

Stop micromanaging every little thing. Empower your employees and let them do their jobs. Your focus should be to build the pipeline, market the company, and lead. Challenge yourself and the other executives and stand up for yourself. You will be rewarded with not only respect but a loyal following.

I'm very sure Glassdoor gets attention from Innopath's HR, once there is a negative (1.0, 2.0) review comes out, there will be a very positive (4.0, 5.0) to offset it. They are working so hard on it. - high management has no vision - Turn a tech startup as a family business - lack of tech leadership